Whatever about saints, Ireland’s reputation as a land of scholars is about to be put to the test. In a rapidly changing world, the need for staff at all levels to upskill, and fast, has never been more pressing.
In the next few years, with both the opportunities and the threats of artificial intelligence (AI) still being teased through, if Irish businesses are to remain competitive, they are going to have to commit to lifelong learning like never before.
A new report from the Economic and Social Research Institute (ESRI) says that, unlike previous waves of tech advancement, AI puts higher earning and more highly educated workers at most risk of disruption.
It estimates that seven per cent of current jobs could be displaced in the short to medium term.
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AI has the potential to increase both productivity and living standards, it points out, but only if the workforce is equipped with the skills needed to use it effectively, or to transition into roles that are less exposed.
“Ireland’s high levels of educational attainment offer a strong foundation, but targeted educational support will be essential,” the report says. “Investment in lifelong learning, retraining and programmes that help workers shift into AI-complementary or currently under-supplied occupations will be crucial”.
The report follows a new strategy from Skillnet, the national talent development agency, set up by Government to support enterprise-led upskilling and workforce training. Given that it is funded from the National Training Fund, a tax on organisations, it behoves employers to take advantage of it.
Skillnet’s plan, Empowering Enterprise 2026 – 2028, A Strategy for Next Generation Capability, focuses on competitiveness through digitalisation, artificial intelligence, and sustainability.
“By strengthening collaboration across industry, government and education, and by fostering a strong culture of lifelong learning, we will contribute to a more agile, connected and resilient skills ecosystem that supports regional growth, attracts investment, and enables enterprises across Ireland to thrive,” says Mark Jordan, Skillnet’s chief executive.
It aims to support 100,000 businesses – and 400,000 workers – over the next three years, increasing the number of new SMEs engaged in talent development and upskilling with Skillnet for the first time.
The agency has 70 business networks across the country, arranged both sectorally and geographically. Through them it offers everything from skills gap analysis to enterprise-led training at a subsidised cost.
For businesses looking for support in targeted areas, from digitisation to HR management, finance, sales or marketing, MentorsWork, a programme developed by Skillnet and the Small Firms Association, is a good option.
So popular that it currently has a waiting list, MentorsWork provides business owners and senior teams with access to specialist mentors to help support business growth and management, in a free 12-week programme.
ISME, the Irish Small and Medium Enterprises association, also has a Skillnet, offering courses such as SME management upskilling.
Employers’ organisation Ibec offers the Ibec Academy, a provider of programmes that enable staff to upskill and at the same time earn qualifications from Technological University (TU) Dublin.
In a tight labour market, investing in your teams in such a way helps ensure you become an employer of choice, bringing attraction, retention and engagement benefits.
For small businesses and start-ups, the network of 31 Local Enterprise Offices (LEOs) provides a range of locally based training and development opportunities. LEOs also have a mentor panel from which businesses can draw.
Its big sister, Enterprise Ireland, provides development programmes for senior teams including its flagship Leadership for Growth initiative, targeted at leaders of growth-oriented companies.
Microcredentials are an increasingly popular option. These are short, university-accredited courses designed in conjunction with enterprise to meet current and emerging skills gaps. They are provided in a highly flexible way, often online or blended, and so minimise disruption.
Businesses can even engage with third-level providers to develop specific microcredentials tailored to their needs. In some cases, courses undertaken as a microcredential can become a stepping stone towards progressing to higher level qualifications.
Finally, an increasingly important part of lifelong learning is recognition of prior learning in the workplace.
Known as RPL, it is a higher education assessment process that allows businesses to upskill by supporting employees to come back to education in a way that recognises what they already know, either through work, life experience or previous training.
It’s just one of a growing number of ways in which enterprise and academia are collaborating more closely to close skills gaps.
